Who thinks they're a big fish in a small pond and why does it matter? A meta-analysis of perceived overqualification

Harari, Michael B.; Manapragada, Archana; Viswesvaran, Chockalingam

doi:10.1016/j.jvb.2017.06.002

Cited by 189 publications

(358 citation statements)

References 91 publications

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“…Although bootstrapping 95% confidence intervals around an indirect effect is a desirable way to evaluate the significance of an indirect effect (e.g., Hayes & Rockwood, ), it is not possible given that we are not using primary data. The approach used to evaluate significance of an indirect effect described here (i.e., joint significance test) is amenable to meta‐analytic data (Harari, Manapragada, & Viswesvaran, ; MacKinnon et al ., ).…”

Section: Methodsmentioning

confidence: 99%

Personality and expatriate adjustment: A meta‐analysis

Harari

Reaves

Beane

et al. 2018

J Occupat & Organ Psyc

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We used meta‐analysis to advance our understanding of personality traits as antecedents of expatriate adjustment to international assignments and to test expatriate adjustment as a mediator linking the Five‐Factor Model (FFM) of personality to job performance and turnover intentions (k = 43; N = 7,007). Personality accounted for 20% of the variance in expatriate adjustment. Relative weight analyses indicated that extraversion generally accounted for the greatest proportion of predicted variance, although emotional stability and openness were important predictors as well. This pattern of findings was largely, but not completely, consistent across adjustment dimensions (i.e., general, interactional, work). Consistent with our expectations, meta‐analytic path analysis indicated that adjustment mediated the relationships between the FFM and both expatriate job performance and turnover intentions. Implications for theory and practice are discussed. Practitioner points Personality traits consistent with the Five‐Factor Model accounted for 20% of the variance in expatriate adjustment. Personality traits, particularly extraversion, emotional stability, and openness, can be used for identifying employees who are well suited for international assignments. Career planning in multinational enterprises can make use of personality scores to determine who may be a good candidate for the development for international assignments. Social support interventions (e.g., mentoring) should be provided when on assignment, particularly for introverted expatriates, to facilitate adjustment.

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Section: Methodsmentioning

confidence: 99%

Personality and expatriate adjustment: A meta‐analysis

Harari

Reaves

Beane

et al. 2018

J Occupat & Organ Psyc

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“…This focus on POQ is rooted in the notion that employee attitudes and behaviors are likely to be a function of employee perceptions (Maltarich, Reilly, & Nyberg, ). According to a recent meta‐analysis of the literature, the strongest predictor of POQ is objective overqualification, with a correlation of 0.40 between the two (Harari et al., ). This indicates that POQ has a basis in objective reality, and at least partly reflects the discrepancy between one's qualifications and job requirements.…”

Section: Theory and Hypothesesmentioning

confidence: 99%

“…Consistent with the aforementioned arguments, research has shown that skill utilization and perceived job autonomy are positively associated with one another (Morrison, Cordery, Girardi, & Payne, ) and that POQ is negatively related to satisfaction with different job facets, including job characteristics and rewards (Johnson et al., ; Maynard et al., ). Moreover, a meta‐analysis of the literature has shown POQ to be negatively related to job attitudes, retention, and well‐being outcomes (Harari et al., ).…”

Section: Theory and Hypothesesmentioning

confidence: 99%

“…Conditions that may give rise to POQ are widespread. For example, in a study of over 1,000 recent college graduates conducted by Accenture, 41% reported that they held jobs that did not require a college degree (Isidore, ), paving the way for potential feelings of overqualification (Harari, Manapragada, & Viswesvaran, ). Comparable statistics have been reported in Europe (International Labor Organization, ) and Canada (Uppal & LaRochelle‐Côté, ).…”

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confidence: 99%

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Built to last: Interactive effects of perceived overqualification and proactive personality on new employee adjustment

Simon

Bauer

Erdoğan

et al. 2018

Personnel Psychology

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We integrate relative deprivation and broaden and build theories to develop a process‐based model of perceived overqualification and its relationship with new employee adjustment via “broaden and build” mechanisms (i.e., reciprocal relationships between initial status and change trajectories in work‐related positive affect and perceived job autonomy). Additionally, we examine how new employee proactive personality may influence this process. Analyses of weekly survey responses from 331 new employees of a large financial institution throughout their first 90 days of employment revealed that those who felt overqualified generally experienced less work‐related positive affect and perceived less job autonomy when beginning their jobs (assessed the first week of employment) than their more qualified counterparts. Moreover, initial levels of perceived job autonomy were positively associated with adjustment outcomes (assessed at 90 days of employment) via linear change in positive affect over time (assessed weekly, up to 8 weeks of employment). These findings suggest that perceived overqualification may negatively influence newcomer adjustment by stunting broaden and build processes. However, proactive personality attenuated this effect. Theoretical and practical implications are discussed.

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“…However, enormous prior researcher studies have resulted that overqualification employees have more productive than others (McKee-Ryan & Harvey, 2011). Harari, Manapragada, and Viswesvaran (2017) found that perceived overqualification have positively related to job satisfaction, turnover intention, organizational commitment, and Psychological wellbeing. It further mentions that perceived overqualification have also associated with creative and innovative performance in the organization In the current study, we have proposed the relationship of the perceived overqualification and their consequences and related factors with an explanation to well-known their influences in organization.…”

Section: Introductionmentioning

confidence: 96%

Perceived overqualification and its positive impact on organization employee's behavior

Abozaid

Mansoor²,

Shah³

et al. 2019

IJRBS

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Preceding researchers have tended to focus on the negative aspect of the perceived overqualification and its inadequacy in the organization. We offer an alternative perspective and postulate that perceived overqualification could influence employees’ behavior through an interactive mechanism. We propose that relational skill abilities, in the form of job autonomy of overqualified employees, determine their tendency to experience interpersonal influences, and, thus engage in helping behavior with devastating work deviance behavior. Data were collected from 20 multinational companies in China through a survey of 500 participants. Structural equation modeling was used for the analysis of data. The results indicate that perceived overqualification has a strong indirect impact via interpersonal influence on the helping behavior and workplace deviance behavior, and increase the helping behavior and decrease the workplace deviance behavior at the working environment. Further, outcomes concluded that job autonomy and prosocial motivation have a significant moderating role and increase the employers helping behavior and deteriorations their Workplace deviance behavior.

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Who thinks they're a big fish in a small pond and why does it matter? A meta-analysis of perceived overqualification

Cited by 189 publications

References 91 publications

Personality and expatriate adjustment: A meta‐analysis

Personality and expatriate adjustment: A meta‐analysis

Built to last: Interactive effects of perceived overqualification and proactive personality on new employee adjustment

Perceived overqualification and its positive impact on organization employee's behavior

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